Managing Cultural Diversity - A Key to Organizational Success

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Organizations colse to the world has been realizing the cultural diversity within society is not a negative aspect, rather can facilitate organizational stalk for glory (Papers4you.com, 2006). However it is not an easy task to carry on employees with distinct cultural backgrounds. Nevertheless there are many course guidelines that can make task easy.

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On a broader perspective, cultural diversity can be carry on straight through communicating (creating awareness among all employees about diverse values of peers straight through communication), cultivating ( facilitating acknowledgement, preserve and encouragement of any employee' success by all other workers), and capitalizing (linking diversity to every company process and strategy such as succession planning, reengineering, laborer development, operation management and review, and repaymen systems) strategies ( Cascio, 1995).

There are many distinct innovative ways that organizations have adopted to carry on diversity. For instance Tabra Incorporation, a small maker of jewellery and accessories in California comprised of modest workforce is compound of Third World immigrants from Cambodia, China, El Salvador, Ethiopia, India, Laos, Mexico, Thailand, Tibet Vietnam and other nations. To rejoinder significance of their cultural association, at least 10-12 distinct flags are always hanged from the ceiling of its main production factory which represents the countries of origin of the employees. The owner's view point is 'I would like for this to be a diminutive United Nations everyone getting along and appreciating each other's culture instead of just tolerating it'. (Bhatia & Chaudary, 2003)

If cultural diversity can be managed effectively, there is a potential to use diverse workforce for organizational benefits. Cox and Balke (1991) asserts that multi-culturism is directly linked to organizational success as

Effectively managed multi culture associates have cost productive competing edge

It helps in promoting minority cordial credit among prospective employees

Diverse cultural corporations help to get good customers which has a range of people

Diverse group of employees are perceived to be more creative and productive in question solving as compared to homogenous group

Ability to carry on cultural diversity increases adaptability and flexibility of an society to environmental changes.

Many organizational examples can be taken in this regard. In Australia, for instance, Hotel Nikko in Sydney has unique edge that staff members in direct guest contact areas speak a total of 34 distinct languages. Similarly Qantas Flight Catering has sixty-six nationalities on staff, with assorted overseas-born chefs. So dedicated diverse 'ethnic' kitchens gave Qantas a huge competing edge that offers food based on customer's ethnic taste and requirements. Moreover Don's Smallgoods straight through literacy, language and cultural trainings increased cross-cultural communication and increased profits while lowering costs at the same time. Similarly The Cheesecake factory had put extra exertion to understand Japanese potential and packaging culture as Asian employees sustain management to understand Asian tastes so that they can target exports to Asia (Nankervis et al, 2002)

Hence the argument suggests that it is imperative to realize that cultural diversity should be taken as a tool for good organizational develop rather than a managerial question and if effectively managed, it can be a key to gain competing edge and success

References

Bhatia, S., K., & Chaudary, P., ( 2003),'Managing Cultural Diversity in Globalization- Key to company Success of Global Managers- Insights and Strategies', New Delhi: Deep & Deep Publication Pvt Ltd

Cascio, W., F., (1995), 'Managing Human Resources' International Edition, Us: McGraw Hill.

Cox, T. H., & Balke, S., (1991), 'Managing Cultural Diversity: Implications for Organizational Competitiveness' Academy of management Executive, Vol 5, Issue 3, August 1991

Nankervis, A. Compton, R., & Baird, M., (2002) 'Strategic Human reserved supply Management'. 4th Edition. Victoria: Nelson Australia Pty Limited

Papers For You (2006) "P/Hr/188. Views on diversity management", ready from Papers4you.com [19/06/2006]

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